SPHR certified HR professional with 12 years of experience supporting aerospace/precision manufacturing, engineering, and business divisions - Generalist through HR Business Partner/HR Manager roles. Solid professional/employer references.

Actively seeking Midwest based HR position.

HR STRENGTHS

Talent and Performance Management: managed, conducted, and administered employee performance measurement tools and programs (360 feedback, weighted competencies, 9-block, ranked distribution, etc.), evaluated talent, conducted business/skill gap analysis, and created departmental succession plans. Provided coaching services to multiple organizational levels including development plan content, communication, and process (includes corrective action). Created and implemented competency/skill based application to measure and rank DL employee performance - included defined expectations, graphical display of performance, and employee ranking.

Employee Relations: promoted positive employee relations and conducted/served as point of contact for confidential internal investigations, dispute resolution, mediation, and escalated HR issues. Provided interpretation of relevant policies and procedures and guided management on the handling of sensitive employee relations matters. Significant work with legal counsel to assess risk, derive and document actions, and to reduce liability. Attended/completed behavioral risk assessment training and provided extensive managerial and employee coaching/counseling. Administered employee engagement surveys, analyzed data, and created actions plans with site management.

Training/OD: created and managed training and development department for customer service/technical support organizations. Included competency based training needs assessment, course/curriculum development, ISO compliant training records management, SME identification/evaluation, and external training vendor identification and selection. Developed line supervision capability through bi-weekly cross shift peer training and communication sessions. Training facilitation in multiple topics.

Best Practices/Quality: implemented standard work and continuous improvement procedures for training, HR processes, data entry, and communications/documentation. Tracked and reported key HR metrics, attended training in Lean (Toyota Production System) and United Technologies ACE (Achieving Competitive Excellence) quality/continuous improvement processes. HR consultant work with Center of Excellence teams and strong compliance, regulatory, and ISO knowledge. Created/implemented use of customer scorecard to identify improvement/opportunity areas and to evaluate HR performance. Substantial HR best practices knowledge base.

Communications: wrote and publisheddomestic and international HR employee communications, interpreted, developed, and published HR policy, managed HR intranet web sites, and conducted employee/management communication meetings and focus groups.

Compensation: provided compensation analysis, training, and recommendations to middle and senior management using market and internal data. Included base comp, merits, bonuses, new hire, and salary compression factors. Proficient with compensation/salary planning software and applications. Reinforced pay for performance model and created parity in bonus/merit structure by reducing entitlement based compensation decisions.

Generalist Functions: provided full range of HR support for local and remote exempt and non-exempt employee populations (LOA/FMLA, STD/LTD, benefits administration, employee advocacy, compliance, EEO/AA reporting, payroll resolution, IDP's, PIP's, policy interpretation, etc.). Daily MBWA and highly visible/accessible "shop floor" presence.

Recruitment: managed recruiting function for 800 member organization including staffing needs assessment, job analysis/essential function identification, job description development, position posting and requisition management, interviews and interview training, resume sourcing/screening, career fair coordination/attendance, college, professional, and diversity hiring, offers, new employee orientations, and on-boarding.

Computer Proficiency: MS Office, Access, Visio, Adobe, Front Page, Image Composer, WordPerfect, Training Server, Lotus, CSS HRizon, Peoplesoft, Peopleclick, Sharepoint, Oracle, SAP, HTML. Served as project lead and "super user" for company wide HRIS knowledge management solution and provided HR data analysis to management including org health monitoring and reporting.

EDUCATION

Masters Degree in Business Administration
Human Resources Management

Bachelor of Science Degree in Business Administration
Operations Management

HR EXPERIENCE

Confidential, Reedsville, PA 17084

2010-2011

HR Business Partner - Manager: Responsiblefor providing full HR leadership/support to Research and Development, Supply Chain, Engineering, Finance, and Manufacturing organizations. Duties include talent and performance management, compensation planning, manager and supervisor coaching/counseling, employee relations and investigations, communications, training and organizational development, staffing, employee engagement, continuous improvement initiatives (lean), HR policy creation/definition, LOA/FMLA, and all generalist functions.

Council on Education and Management, Rockhurst Conferences, Fred Pryor Seminars, Padgett Thompson, National Seminars, The Human Equation, Inc.

2009-2010

Student - HR Professional Development: Developed and maintained HR knowledge/proficiency by attending courses/training in employment and HR law, performance and strategic HR management, project management, employee relations/behavior/motivation, investigation techniques, hiring practices, FMLA, ADA, and OSHA compliance. Obtained SPHR recertification in 7/09 and Certification in Human Resource Management 8/09.

Confidential- Cambridge, MD 21613

2008-2008

HR Business Partner - Manager: Led cultural and procedural integration of start-up company's 4 remote manufacturing sites post acquisition. Responsibilities included manager and supervisor coaching, succession planning and talent management, employee development/IDP's, compensation analysis, recruiting, communications, employee counseling, HR data management, generalist functions, and working directly with legal, compensation, and benefits managers. Position also involved coordination/management of multi-site reduction in force (330 employees), closure of two sites, retention strategies for key personnel, communication of unemployment and retraining options, ensuring documentation/communication compliance (in/out lists, WARN Act, severance agreements, etc.), and serving as counselor and resource for impacted employees. Additional HR support to corporate procurement, IT, finance, and legal organizations.

Please note: position eliminated with full severance due to site closure(s), company downsizing, and elimination of all remote on-site HR management and support staffs. At company's request remained on staff until completion of site closures and reorganization/downsizing.

Confidential - Hudson, MA, 01749

2007-2008

HR Business Partner: Responsibilities at 24-7 fabrication facility included employee relations, investigations, and advocacy, policy and benefits interpretation/application, performance management, employee and managerial coaching, PIP's, IDP's, org health monitoring and reporting (turnover, compensation, diversity, climate surveys, etc.), compensation analysis, continuous improvement and lean initiatives, progressive discipline, training, workers comp, unemployment hearings, FMLA/LOA, generalist functions, etc.

Confidential - Hartford, CT, 06183

2005-2006

HR Generalist - HR Business Partner: Corporate responsibilities in Connecticut and Minnesota included compensation analysis and planning (base comp and bonus), company policy and benefits administration, performance review management, succession planning, PIP's, RIF's, employee training, Affirmative Action reporting, FMLA/LOA, tuition reimbursement, and providing Generalist support to approximately 350 employees (senior management through non-exempt). Leadership Development Program (LDP) duties involved all aspects of program management for high potential employees. Included program policy definition and administration, compensation planning, performance reviews, training coordination, recruitment, employee counseling, etc.

Confidential - East Hartford, CT, 06118
Confidential- Windsor Locks, CT, 06096

1997-2005

Senior HR Generalist: Supporting all levels of organization (corporate through hourly) responsibilities included HR policy development, implementation, and interpretation, benefits administration and enrollment, employee training and tuition reimbursement, talent and performance management (360 feedback, IDP's, performance feedback tools, coaching), employee/company communications, FMLA and COBRA administration, Collective Bargaining Agreement interpretation/application, payroll mediation, HR call center lead duties, exit interviews, and providing full HR support to local and remote employees. HRIS duties included design planning, training, and management of HR Knowledge (knowledge management) Center, design and maintenance of HR/company web sites, developing and implementing HR document control procedures, and serving on HR Career Management team. 2003 to 2005.

Training and Development Manager: Duties included creation of organizational development and specialized training programs for management, exempt, and non-exempt personnel and serving as course facilitator and content development consultant. Responsibilities also involved development and implementation of job specific training curriculums, working with management and quality representatives to create standardized training procedures, creating and implementing ISO compliant training record management processes, negotiating and administering external training contracts, training record administration, and developing and maintaining departmental web sites. 2001 to 2003.

HR Supervisor: Reporting to HR General Manager and supervising four HR admin. responsibilities included management of HR support (communications, benefits, training coordination, relos) for domestic and internationally based technical/field support representatives, employee recruitment, compensation analysis, generalist functions, performance reviews, and employee development. Matrix reporting responsibility to Regional/Global and Customer Technical Support Managers. 1999 to 2001.

HR Generalist: Reporting to engineering/manufacturing division Vice President with matrix responsibility to 12 managers duties included departmental staffing and recruitment (professional, college, and diversity), conducting hiring forecasts and skills assessments (entry level through management), succession planning and training coordination, career counseling, employee relations/investigations, training records management, tracking and reporting attrition, performance, and demographic statistics, conducting employee orientations, and management of "New Graduate (new hire) Development Program". 1997 to 1999.